Careers
We are rebuilding hiring from both sides at once.
We are a small team in Oslo building a market where one brief reaches a hundred recruiters and comes back as a shortlist. We hire slowly, we say what the job actually is, and we tell you where you stand at every step.
View open roles
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Our mission
Make hiring a market that works from both directions.
Passa sits between two groups who have spent decades not quite trusting each other. Employers think agencies are expensive and vague about what they do. Agencies think employers are slow and vague about what they want. Both are usually right.
So we built a market with the incentives pointing the same way. A company writes one brief. Independent recruiters across the Nordics work it. The company gets back a shortlist with the reasoning attached, and pays a single fee only when somebody signs.
That is a simple sentence and a hard product. Matching, trust, pricing and a great deal of unglamorous operational detail, all built for two customers at once, neither of whom will forgive you for getting it wrong. If you like problems where the design of the market matters as much as the software, this is a good place to spend a few years.
How we work
Three things we actually mean.
01
Go and look
Nobody here argues about what a recruiter wants from a desk. We ring them, sit through their day, and follow one brief all the way from a hiring manager to a candidate. Opinions are cheap. An afternoon next to the person doing the work is not.
02
Ship it small
We would rather put something narrow in front of ten real users this week than something complete in front of nobody next quarter. Almost everything we know came from a rough version somebody actually used and then complained about.
03
Say the number
Fees, timelines, why a match was made, our own runway. If a thing can be stated plainly we state it plainly, to each other and to the market. Vagueness is how this industry earned the reputation we are trying to undo.
Open roles
Roles open right now.
Everything is in Oslo unless the row says otherwise, and every one of these is a job where you will be talking to real recruiters and real hiring managers inside your first fortnight.
Own matching and shortlist quality end to end, from the model that ranks recruiters to the screen a hiring manager reads on a Monday morning.
Engineering
Oslo
Full time
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Build the systems that carry a brief out to a hundred recruiters and bring the answers back without losing anything on the way.
Engineering
Remote, Nordics
Full time
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Design two products that share one database and almost nothing else, for two sets of users who could not be less alike.
Design
Oslo
Full time
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Run the agency side of the market day to day, and turn what you learn there into next quarter's roadmap.
Operations
Oslo
Full time
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Take Passa to the companies that hire ten to fifty people a year and have quietly given up on agencies.
Commercial
Oslo
Full time
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None of these quite fits? There is an open application at the bottom of this page.
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Our hiring process
Five conversations, about three weeks.
We keep it short and we tell you where you stand after every stage. A person reads every application and answers it inside one week, whichever way it goes.
Send a CV or a profile and answer two short questions about the role. We come back to you inside one week, either way.
Thirty minutes with the person doing the hiring, on what the job really involves and on what you are looking for next.
An hour on the work itself with two people from the team you would join. Bring something you have built and talk us through it.
A short case, presented to three of us. It is a live Passa problem and we argue about it with you rather than mark you on it.
A last conversation with a founder, a referansesjekk with two people you have worked with, and then a written offer.
Life here
An office, a whiteboard, and a lot of phone calls.
An office off Torggata, a whiteboard nobody is allowed to clean, and a great deal of time on the phone to recruiters who tell us exactly what is wrong with the product.
Benefits
What you actually get.
Passa is a Norwegian company, so this is written in Norwegian terms rather than translated out of an American handbook.
Money and security
Pension at six percent, from your first day
Employee share options under the Norwegian scheme for startups
Full salary above 6G while you are on parental leave
Full pay from day one when you are ill
Private health insurance, so a scan is not a six month wait
Time and family
Five weeks of holiday, and feriepenger at twelve percent
Two weeks of paid leave for the partner at birth
Hours that bend around barnehage drop off and pick up
The week between Christmas and New Year, closed
Craft and kit
A yearly learning budget you decide how to spend
Treningsstøtte, phone and broadband covered
The laptop and the desk you ask for, at the office and at home
Travel to a conference when you are going to speak or learn something
6G is the National Insurance cap that NAV pays parental benefit up to. Everything above it comes from us.
Working at Passa
What the work actually feels like.
Three people on the team, on what changed when they joined.
Engineering
I came from a place where I never met a single user. Here a recruiter rang me about a bug before I had finished fixing it.
Backend engineer
Recruitment operations
I spent nine years inside agencies being annoyed by the same three things. This is the first job where I get to go and change them.
Operations lead
Product
Two audiences, one product, and no house style to hide behind. Hardest brief I have had, and the one I think about in the shower.
Product designer
Where we work
Oslo, in the room, most days.
The office is off Torggata, a few minutes from Grünerløkka. We are in it together three days a week and we are straightforward about why. A market with two sides gets built by people overhearing each other, and the recruiter call that changes the roadmap usually happens because somebody was sitting close enough to hear it.
The other two days are yours. Some of the team lives outside Oslo, and one or two roles are open across the Nordics.
We are not in the office because of a policy. We are in it because the answer is usually two desks away.
The founding team
